In the symphony of cutting-edge technology, AI – the enchanting abbreviation for artificial intelligence – is the fervently whispered secret on everyone's lips today. At the forefront of this AI ensemble is ChatGPT, a luminary that's been captivating headlines, drawing astonishment with its uncanny ability to weave human-like conversations through original text generation. A multitude of pens have inked narratives about the reverberating impacts of this innovation on businesses.

Amidst the whirlwind of debate surrounding automation's encroachment on human roles, one certainty emerges: chatbots can never truly replicate the essence of the human touch when it comes to human resources. However, in the case of staffing services, AI emerges as a potent instrument, a conductor orchestrating heightened efficiency and unparalleled efficacy.

The mere mention of "AI" often ignites visions of futuristic wonders or apprehensions of a robot-dominated realm. Media portrayals have woven a tapestry of AI's potential, spanning from the fantastic to the frightening. Yet, amidst these diverse narratives, the course AI is charting in the present reveals an intriguing and distinct narrative.

In our everyday reality, the omnipresence of AI is undeniable, weaving its magic into diverse aspects of our lives. From shaping our search outcomes to orchestrating our online dating journeys and even influencing our shopping escapades – AI's enchantment is far-reaching.

Remarkably, statistics reveal a staggering surge of 270% in AI adoption across various business sectors within the past four years.

In this era of technological prowess, it's only natural to harness the potential of AI in the realm of talent acquisition. What's truly captivating is that AI can formulate decisions with fairness and impartiality that often surpasses human judgment. AI-infused hiring opens doors to an era where potential prejudices and biases fade away, making space for a more just and equitable process.

Here is everything about the impact of AI on staffing services and 10 ways AI can help evolve staffing practices. Dive into the below session to learn more.

The Impact of Artificial Intelligence on Staffing Services

In the rapidly evolving landscape of recruitment and staffing, the influence of artificial intelligence (AI) stands as a game-changer. With its transformative capabilities, AI has surged to the forefront of staffing services, redefining how businesses discover, assess, and onboard talent. Here are the impacts of AI on staffing services:

• Augmenting Human Capabilities:

  Staffing has undergone a revolutionary transformation through the integration of AI technologies. These innovations have brought about the automation of mundane tasks while simultaneously enhancing human potential. A compelling example is the integration of AI-driven chatbots, which have evolved into indispensable assets for managing customer inquiries, effectively lightening the load on IT support teams. Moreover, automated algorithms prove to be instrumental in the initial phases of recruitment—ranging from resume screening and candidate assessment to even conducting initial interviews. This strategic utilization of AI empowers recruiters to channel their efforts toward the higher-level facets of talent acquisition.

• Evolving Skill Requirements:

  The infusion of AI into IT operations mandates a transformation in the skill profiles demanded by IT experts. Conventional functions that were primarily centered on repetitive responsibilities are now making way for roles that require proficiency in AI and machine learning (ML). IT personnel must swiftly recalibrate their skill sets to stay pertinent and capitalize on the unfolding prospects. Likewise, enterprises must commit to nurturing reskilling initiatives to bridge the expertise void and uphold their invaluable workforce.

• Enhanced Workforce Efficiency:

  Leveraging the capabilities of AI-driven analytics and predictive models, managers overseeing the IT workforce can now base their decisions on data insights, guiding choices related to staffing needs, resource distribution, and workload management. Using machine learning algorithms, historical data can be meticulously scrutinized, culminating in the ability to forecast forthcoming demands with a proactive stance toward workforce planning. This heightened clarity into staffing prerequisites empowers organizations to finely calibrate work timetables, resource allotments, and expenditures, ultimately leading to operational efficiencies and cost reductions while upholding the benchmark of service excellence.

• Ethical Considerations and Bias Mitigation:

  As AI technologies evolve, the importance of addressing ethical concerns and mitigating bias takes center stage in workforce management. The necessity for human supervision becomes paramount, acting as a safeguard against the potential perpetuation of biases in hiring processes or the unintentional establishment of unjust practices. Professionals specializing in staffing must possess a deep understanding of AI ethics, proactively monitoring and thoroughly auditing AI systems. This commitment ensures fairness, transparency, and accountability within these technological advancements.

• Shift in Job Roles and Creation of New Opportunities:

  As AI emerges with its capacity to automate specific tasks, it simultaneously fosters the emergence of fresh employment positions and avenues. Embracing AI-powered solutions ushers in a surge in requisites for AI specialists, data scientists, and architects of algorithms. Furthermore, the call for adept professionals possessing domain knowledge to effectively harness AI tools and make informed strategic choices remains notably high.

• Collaborative AI and Human Workforce:

  Instead of displacing human labor, AI technologies can be perceived as cooperative instruments that amplify human capacities and effectiveness. By automating mundane tasks, AI allows IT experts to direct their efforts toward more advanced undertakings that demand ingenuity, analytical reasoning, and adept problem-solving. It becomes imperative for businesses to nurture an environment that encourages the collaboration of AI and human professionals, guaranteeing seamless incorporation and ongoing knowledge acquisition to harness the utmost advantages from this harmonious amalgamation.

Also Read: Fluid Payroll: Driving Strategic Value Through Effective Technology Integration

5 Ways Artificial Intelligence Can Reshape Staffing Practices

In the ever-evolving landscape of human resources and talent acquisition, the infusion of artificial intelligence (AI) has emerged as a transformative force. With its ability to analyze data at unparalleled speeds and make informed decisions, AI is reshaping staffing practices in profound ways. Here are five compelling avenues through which AI is propelling the evolution of staffing, redefining how organizations attract, assess, and engage with talent.

• Ensuring Best Fit

  Artificial Intelligence (AI) is poised to bridge employer gaps by evaluating not only the applicant's CV but also delving into their digital footprint and holistic compatibility. For instance, an AI tool can identify a candidate's deep involvement in advocating for societal causes, shedding light on their broader disposition. Conversely, candidates can harness AI to their advantage by constructing a comprehensive profile encompassing their values, objectives, and professional aspirations, thereby aligning themselves with the best-suited opportunities.

• Improved Online Applications

  Applicant tracking systems, commonly known as recruiter databases, employ keywords, semantic patterns, and assorted data markers to assess and rank the myriad resumes flooding in for every advertised role. As technology continues to evolve, companies are poised to transform these sophisticated tools into a dual-purpose endeavor – not only streamlining their internal recruitment processes but also extending their application to job seekers. This innovative reimagining holds the potential to harness predictive analytics, empowering individuals to submit more effective job applications and enhancing the entire job search experience.

• Faster Initial Selection Process

  The initial selection process in staffing services has traditionally been resource-intensive and time-consuming. Enter the transformative power of Artificial Intelligence (AI), which has emerged as a dynamic solution to revolutionize this crucial stage of talent acquisition. AI's proficiency in data analysis and pattern recognition allows it to swiftly sift through vast volumes of resumes and applications, identifying candidates whose qualifications closely align with the job requirements. This not only expedites the selection process but also ensures a more objective evaluation by reducing the potential for human bias.

• More Effective Sourcing and Outreach

  Recruitment is on the brink of a revolution powered by the transformative force of AI. While referrals continue to dominate as the primary source of hiring, AI's potential lies in its ability to aggregate vast amounts of data from a multitude of candidates. This data-driven approach allows AI to meticulously identify the perfect match, even gauging the likelihood of offer acceptance, thereby initiating a personalized interview process to engage potential candidates.

• More Highly Targeted Candidates

  Artificial intelligence is actively reshaping the recruitment landscape, empowering recruiters and hiring managers to pinpoint exceptionally qualified candidates with unprecedented precision. Through the integration of AI, they can now refine searches based on criteria like job title, industry, geographic location, household income, salary expectations, educational background, age demographics, and even spending patterns.

Conclusion

Artificial intelligence profoundly impacts staffing services, creating a transformative narrative. As we draw the curtains on this exploration, it's clear that AI is no longer a distant concept but an integral force reshaping how businesses engage and embrace talent. The evolution of AI-powered tools, from precise candidate matching to unbiased decision-making, paints a vivid picture of a future where efficiency and fairness converge. Yet, as we embrace this technological revolution, it's vital to remember that while AI augments our capabilities, the human touch remains irreplaceable.

Exela HR Solutions is a market leader providing best-in-class HR outsourcing services to organizations looking to streamline their HR processes. We at Exela HR Solutions use innovative technologies to automate and simplify your time-consuming HR processes and free up time for your teams to focus on core functions. Speak with our experts at Exela HR Solutions today!

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Adaptability and agility are the cornerstones of success in today's modern business landscape. Amid the ever-shifting landscape, temporary staffing strategies have emerged as a dynamic tool that empowers organizations to swiftly respond to changing demands, enhance efficiency, and drive growth. Crafting a seamless and successful temporary staffing strategy requires more than finding bodies to fill positions – it demands a strategic finesse that balances short-term needs with long-term goals.

Temporary recruitment is marked by constant evolution and dynamism, with market projections to reach an impressive $673 billion by the year 2025.

How is your organization capitalizing on this chance and harnessing the potential of temporary recruitment to ensure sustained accomplishments in the long run?

In this blog, we delve into five quick, potent tips that hold the key to mastering the art of temporary staffing. By integrating these insights into your staffing approach, you'll unlock the potential of a flexible workforce and set the stage for a thriving and resilient organization. Dive in below to learn more.

Significance of Effective Strategies for Temporary Staffing 

Crafting effective strategies for temporary staffing assumes a pivotal role in fulfilling the prerequisites for successful workforce management. These strategies serve as a linchpin by addressing immediate staffing demands, maintaining operational prowess, and staying attuned to the ever-evolving dynamics of the business sector. Here are several essential pointers to ensure the efficacy of temporary staffing processes.

• Flexibility:

  Temporary staffing confers upon organizations the crucial advantage of workforce scalability, allowing them to expand or contract their workforce as per demand. This flexibility equips businesses to navigate workload fluctuations, seasonal spikes, and special projects, without the commitments associated with long-term employment.

• Cost-adequacy:

  Opting for temporary staffing often proves to be a more cost-effective choice compared to hiring full-time employees, especially for short-term or specialized roles. This approach eliminates expenses linked to benefits, training, and onboarding, resulting in substantial cost savings.

• Abilities and mastery:

  Utilizing temporary staffing enables organizations to tap into an alternative reservoir of talents possessing specialized skills and expertise. This empowers businesses to swiftly address skill gaps and onboard professionals who can make immediate contributions.

• Decreased regulatory weight:

  Through a partnership with a temporary staffing agency, businesses can alleviate the administrative burdens of recruitment, payroll, and regulatory compliance. This strategic move enables companies to concentrate on their primary responsibilities while entrusting staffing responsibilities to experienced professionals.

• Time for testing for expected long-lasting recruits:

  Temporary staffing allows organizations to evaluate potential candidates for permanent positions. This practice enables employers to assess how well a candidate aligns with the organizational culture and performs in their role before making a long-term commitment.

Top 5 Tips for Successful Temporary Staffing Strategies 

To enhance your temporary staffing processes and ensure favorable outcomes, contemplate implementing the following suggestions:

• Define Job Requirements

  Before embarking on temporary staffing, precisely outline the roles, responsibilities, and qualifications essential for the positions. This approach will aid in attracting suitable candidates and ensuring a more substantial alignment between the gig prerequisites and the proficiencies of the temporary workforce.

• Join Forces with a Reputable Staffing Agency

  Collaborating with a credible temporary staffing agency can streamline recruitment and grant access to a reservoir of pre-evaluated and skilled candidates. Look for firms with a proven track record, industry knowledge, and a comprehensive grasp of your specific business requirements.

• Provide Authentic Onboarding and Training

  Prioritize offering comprehensive onboarding and training for temporary staffing. This approach enables them to quickly grasp their roles, responsibilities, and organizational dynamics. Transparent communication, educational resources, and access to relevant tools will contribute to their success within the workplace.

• Foster Effective Communication and Collaboration

  Promote transparent communication and seamless collaboration between your regular employees and the temporary staffing team. Ensure that temporary staff feel valued and included in team activities. Regular check-ins and feedback sessions will help address any concerns, enhance productivity, and create a conducive and harmonious work environment.

• Evaluate Performance and Provide Feedback

  Regularly analyze the performance of temporary staffing and offer constructive feedback. Recognize and appreciate their contributions, creating opportunities for growth and enhancement. This approach will motivate temporary staff to strive for excellence and potentially contemplate future prospects within your organization.

Also Read - 9 Passive Recruiting Strategies To Help Employers Land The Right Candidates

What are the benefits of hiring a temporary staff? 

Hiring temporary staff offers a range of benefits for organizations, including:

• Flexibility:

  Temporary staff can be brought in to address short-term projects, seasonal demands, or sudden spikes in workload. This flexibility helps companies manage their staffing needs efficiently.

• Cost-Effectiveness:

  Temporary staff can be a cost-effective solution as organizations don't need to provide long-term benefits like health insurance or paid time off. Additionally, they can be hired on an as-needed basis, reducing unnecessary expenses during slower periods.

• Quick Staffing Solutions:

  When immediate staffing needs arise, temporary staff can be quickly sourced and onboarded, allowing companies to respond swiftly to changing circumstances.

• Specialized Skills:

  Temporary staff can bring in specific skills and expertise that may not be available within the existing team. This allows organizations to access specialized knowledge without committing to a permanent hire.

• Reduced Training Time:

  Temporary staff often possess relevant experience, reducing the need for extensive training. They can quickly contribute to projects and tasks, boosting overall productivity.

• Trial Period for Permanent Roles:

  Hiring temporary staff allows organizations to assess their performance, fit, and cultural alignment before considering them for permanent positions.

• Workload Management:

  Temporary staff can help distribute the workload during busy periods, preventing burnout among existing team members and ensuring consistent productivity.

• Project-Based Support:

  For short-term projects, temporary staff can provide targeted support, ensuring projects are completed on time and within budget.

• Reduced Recruitment Burden:

  Finding and hiring permanent employees can be time-consuming and resource-intensive. Temporary staffing agencies can take on a significant portion of this burden, making hiring more efficient.

• Adaptability to Economic Fluctuations:

  During economic uncertainties or fluctuations, temporary staffing allows organizations to maintain a lean workforce while fulfilling operational requirements.

• Diverse Perspectives:

  Temporary staff can bring fresh perspectives and ideas to the organization, contributing to innovation and problem-solving.

• Scalability:

  As businesses grow or take on new initiatives, temporary staff can be easily scaled up or down to match the changing demands.

In essence, hiring temporary staff provides a strategic solution for organizations to manage their workforce in a responsive, cost-effective, and agile manner while accessing specialized skills and maintaining operational efficiency.

Conclusion 

In the dynamic landscape of workforce management, mastering the art of temporary staffing is essential for companies seeking to optimize their operations and stay ahead of the curve. The five insightful tips shared in this blog unveil a roadmap to successful temporary staffing strategies, ensuring flexibility, efficiency, and enhanced productivity. As organizations navigate the challenges of today's business environment, the ability to seamlessly integrate temporary staff into their workforce is a game-changer.

When it comes to turning these strategies into reality, Exela HR Solutions emerges as a steadfast partner. With our proven expertise in staffing services, we offer a comprehensive approach that aligns with your specific needs. From identifying top-notch temporary talent to streamlining the onboarding process, Exela HR Solutions’ experienced team ensures that your temporary staffing strategy is executed seamlessly.

Get Exela HR Solutions now!

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Hiring managers and talent acquisition professionals put applicants into two distinct groups: active and passive. Both groups behave differently, and today, we will be learn their behaviors so that it may help us make valuable decisions related to recruitment.

Hiring strategies often change when dealing with candidates that belong to either of the two groups. But no matter the method, hiring the best candidate matters the most.

Applicants are expected to have different levels of interest and motives while applying to your company. This is why your recruitment strategy cannot be the same for all candidates. Instead, it should appeal to different people differently, according to their needs and interests.

This way, you will make sure you attract top talent and keep them interested in working for your organization without making any unnecessary efforts.

Choosing an expert recruitment process outsourcing provider like Exela HR Solutions will make your job even easier.

Just tell us what you need and when you need it, we will use our robust HR infrastructure and expansive talent networks to get you the talent you need.

ACTIVE CANDIDATES

Simply put, applicants that are actively looking for jobs are active candidates. This group can be motivated to look for other opportunities due to multiple reasons.

Fired? The employer went out of business? Not satisfied with the current pay? Not sure about the employer’s stability? Is the work environment toxic? Rejoining the workforce after a long time?

These are some of the main reasons why candidates decide to go active.

According to a recent LinkedIn survey, a fourth of all employed applicants are active, but 66% of all active applicants are employed. This means that a majority of the people are happy with their current job, along with the fact that only a minority of job seekers are unemployed. This is because people who already have a job are majorly the ones actively looking out for open positions in other companies in order to advance their careers.

Posting about open positions on social media and job portals is still the number one method used by recruiters to find active candidates. These public forums have the capacity to make businesses reach a very large group of people quickly. Using just the right keywords while posting about your open position can amplify that reach even further in front of a few hundred more candidates. But the biggest drawback of this method is that there is a lot of filtering required after applicants have applied, in order to identify the real talent from the fake ones.

To avoid this hassle completely, many businesses will often partner with a trusted recruitment process outsourcing provider like Exela HR Solutions, which helps businesses find active top talent as quickly as possible.

Another big mistake hiring managers commit while combating this problem of weeding out unqualified applicants is to purposefully design a complicated and confusing application process. This might seem like a great idea on the outside, but in reality, it isn’t. By doing this, the company in fact, loses out unnecessarily on a lot of top talent. Why make your own job harder? Design a simple and easy-to-apply application process so that you don’t lose out on the best people.

A simple application process will always attract unqualified candidates. But make sure you have a team set in place for following up. One-to-one follow-up experience gives a positive perception of the company in the minds of the candidate. On the other hand, a poor candidate experience can damage the reputation of your company and may affect your hiring results negatively in the future.

Also Read: Answer these questions to improve employee retention and loyalty

PASSIVE CANDIDATES

Passive candidates are applicants that already employed and are not actively looking out for newer opportunities. Almost 75% of the total workforce falls under this category, a LinkedIn survey concluded recently.

The people who fall under this group are not actively looking out for newer opportunities. Targeting this group sure sounds counterintuitive, right? It is, yet it is often recommended we pursue such talents. Why? Because the biggest upside to targeting passive candidates is that they are isolated and are not aspiring to pursue any other offers or companies. Half the battle is won right here. The other half is generating curiosity and interest in the minds of the passive candidates. The initial contact can be soft and informal to let them know about your company as well as the reason why you chose to contact them. Appreciate their past experiences and let them know how your opening is relevant to their experience. This definitely generates curiosity and interest. Once this aura is established, it becomes easier to ask them to be available on a video or audio call to have a quick chat.

Another great way to tap into the “untapped potential” of passive candidates is through referral programs. Existing employees are already interested in bringing over their talented friends and colleagues to your company. The cost of acquisition is zero, and you build a well-balanced work culture, an overall win-win.

Exela Technologies is a leading global recruitment process outsourcing company. Our robust HR tech and well-built networks can help you find your next candidate without any hassle. Our expert HR professionals are well-versed in attracting all types of candidates and can help you source the right talent for your company at the right time.

Learn more about our Offerings.

Sources: google.com | en.wikipedia.org | linkedin.com

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Think back to the coolest job you've ever had. What made it such a memorable experience? Those unforgettable recollections are most likely a result of the positive interactions you and your teammates had.

That is the foundation of team building! Employers must understand that employees who trust one another and communicate well are more likely to be satisfied with their employment and perform well. While only a few teams are lucky to have excellent communication, it is more commonly the case that companies must implement initiatives aimed at increasing teamwork skills.

Team-building activities for employees directly lead to enhanced morale, motivation, and enthusiasm. This can include activities that improve communication, trust, and problem-solving. When conducted with the right zest and with a clear aim in mind, the Human Resource department can get much out of team building activities. Participants often find these activities challenging and fun, giving them a break from otherwise stressful, high-energy environments. Without further ado, here's a brief guideline on how to increase your employee morale.

If good employees are the key to your success, employee morale is the door!

8 Best Ways to Boost Employee Morale

Maintain Good Communication

Enhancing your employee communication can pay off big time. Begin by initiating specific, achievable goals for every employee. Then, you can schedule one-on-one meetings to track their progress and clear up any disturbances. Make sure to communicate at every point! Share positive company alerts and updates, such as a new product in development or an excellent client review.

You should also connect with your team members regularly and ask them the following questions:

• How do you feel about your job, learning & development management programs, and co-workers?
• Do you have any problems? How can I help you?
• Are you happy with your work? How can I support you?

Maintaining open and consistent communication with your employees is key to developing employee morale. Through open and clear communication, you can keep them involved in the challenges and achievements of the company, which also leads to attentive and keen employees.

Be Open and Clear

Make every effort as transparent as possible. When morale is down, don't try to hide problems or postpone talks. Your employees will value your transparency as you work together to resolve challenges. Notify them of company developments, new protocols, client feedback, and other relevant facts.

Get Employee Feedback

Gathering employee input through your Human Resource teams is an excellent approach to enhancing morale. When you show that you listen to your employees, they will feel appreciated and are significantly more likely to be motivated. But remember, simply collecting feedback isn't enough; you also need to act on it.

Offer Employee Growth

Boost your employee morale by providing your employees with a sense of purpose – either a goal to strive for or something to look forward to. Employee growth must not be limited to a job promotion. Your HR Team, along with your Learning & Development team, can study data and mutually integrate to offer professional development courses to improve the skills of your employees. Incentives that enhance employee skills are a win-win situation for you and your employees!

Maintain a Calm, Healthy, and Organized Workplace

Driving yourself and your team to the limit may seem like the correct thing to do and may even be inspirational, but it will not work long term. Instead, your aim should be to decrease stress, maintain an excellent work-life balance, and operate a healthy, well-organized firm.

Provide an EAP (Employee Assistance Program) to aid employees in dealing with challenges and stress, whether at work or home. An EAP aims to assist your staff in resolving difficulties that may be impacting their health and vigor or even their work routine.

Plan Team-Building Events

Plan team-building activities that are both pleasant and informative; this is an excellent approach to boosting employee morale. Your Human Resource team can conduct games like office trivia competitions, treasure hunts, etc., or even align with your Learning & Development department to create online quizzes and contests.

Offer Fun Rewards

This isn't a long-term solution, but providing entertaining employee rewards can help when morale is low. For example, give out some scratch-offs, allow employees to work from home for the day, distribute some office freebies – it's surprising what simple employee incentives can achieve.

Snack Buggy

Encourage your employees to take a quick snack break from their desks every hour. Encourage them to grab a cup of tea or coffee, go for a walk outdoors to get some fresh air, stretch their muscles, etc. When you make this a routine, your employees will feel happy and rejuvenated, and, as a result, will be able to contribute more.

According to a few studies, the longer you stay at work, the more important it is to step out of the office, even if it's only for a few minutes.

Also Read: Employee Suggestion Box – Helping Human Resource Teams boost Employee Experiences!

Why Is Employee Morale Crucial for Remote Workers?

With social distancing becoming the norm after the COVID-19 pandemic, remote work has become the new way of life for businesses and employees worldwide. As a result, the strategies you used to inspire your in-house staff will no longer work for your remote workforce. Although it has its own set of distinct advantages, remote work can get boring and monotonous and make employees feel disconnected.

As a manager/HR, you must create ways to inspire and appreciate your remote team members. Here are a few examples of how you may implement this:

• Simplify communication
• Encourage feedback by being transparent
• Involve remote employees in announcements and updates
• Utilize a communication app
• Make it easy to link remote and in-office workers through scheduling
• Be explicit about your expectations
• Implement remote team-building activities and games
• Concentrate on results
• Don't micromanage; trust that they'll get the job done
• Establish a positive corporate culture
• Recognize and even train remote team leaders
• Establish clear communication channels

“Employees are The Company’s Greatest Asset”! - Anne.M

How Does Employee Morale Impact Your Business?

• Positive employee morale may have a strong influence on your company's success.
• Numerous studies have found a clear association between high employee morale and higher productivity.
• When employee ratings of your corporate culture suggest excellent morale, you will have a better chance of attracting talented employees.
• High morale generates a more collaborative workplace in which team members are more motivated to work and assist one another on critical projects.
• Employee engagement rises when morale is high, and they are more satisfied with the work they do.

Because of the multiple advantages of solid employee morale, you must take a proactive approach to this part of your company culture. The suggestions above will help you raise morale and keep your employees happy and inspired.

Survey Questions to Monitor Employee Morale

Extremely low team morale and extremely high morale are relatively easy to identify. However, to determine the actual status of employee morale in your organization, you must survey your employees.

By conducting a survey, you can determine how your employees act and better understand their participation and morale levels.

Here are some of the queries you can ask while testing employee morale:

• Do you enjoy going to work?
• What do you like the most?
• What do you feel about your workplace?
• How close do you feel to your colleagues?
• Do you think the office/ HR department environment is friendly?
• What are the values of our company?
• Do you believe our company's beliefs reflect your values?
• What causes you to lose motivation at work?
• Do you believe your co-workers and superiors appreciate your work?
• Are you aware of how you contribute to the success of this company?
• Do you think you are appreciated at work?
• Do you feel our organization genuinely cares about you?
• How likely would you suggest this organization to your friends and co-workers? Why?
• What initiatives do you believe our organization could take to boost employee morale?
• Do you think you receive adequate feedback on your work?
• How important do you find your work?
• Do you have a good work-life balance?

Finally,

The most helpful thing you can do for your organization and HR team is to accept changes that benefit everyone before poor morale sets in. It is no secret that keeping employee morale high is vital for a successful business. Exela HR Solutions has decades of experience in helping businesses scale their HR functions and enhance overall business productivity. Find out more about what Exela HR Solutions can do for your business by clicking here.

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

According to the world staffing association, more than 3 million temporary and contract employees work in hospitals during an average workweek. The use of temporary staff is no longer limited to clerical, manufacturing, and warehouse work. While staffing firms have always had a presence in the healthcare field - nurses, for example - the growth in temporary healthcare staff has accelerated over the last few years. These firms employ not just nurses and doctors, but also a full range of healthcare professionals. Generally, hospitals rely on staffing services to find reliable and reputable healthcare workers. In addition, hospitals can use temporary healthcare staff to fill roles for a short period while they focus on other critical responsibilities. Because of these and other benefits to the healthcare industry, there has been a significant increase in the demand for temporary employees.

What would motivate anyone to work temporarily? Many people would claim that it is irregular or even risky at times. However, that's not entirely true! You may not be aware, but there are several benefits of temporary healthcare employment. If you’ve been toying with the idea of looking for a temporary healthcare position or if you are in the healthcare business, read on to find out some of the most significant benefits of this growing trend:

More Opportunities

Temporary medical positions are an excellent opportunity to get your foot in the proverbial ‘door’ while meeting new people. You can interact with people from varied backgrounds by traveling to various locations or working in different facilities. This can help you with networking and future employment.

Medical staffing services simplify discovering a range of different career opportunities in hospitals, clinics, schools, physician's practices, and rehabilitation centers.

Healthcare will never stop evolving, and as new opportunities and requirements keep pouring in, so will job vacancies.

Scheduling Breaks

Healthcare is too important to be short-handed - staff getting sick, family emergencies, and childcare can result in a decreased level of care for patients. By utilizing temporary healthcare staffing, those positions can be filled, and patient care is not compromised. This allows for the facility to continue to run smoothly by dipping into a pre-existing pool of professional nurses or doctors on-hand that have already been screened by the temporary staffing agencies.

Growth

As a temporary staff member, if you stay with the same institution for a while and perform well, chances are they will choose to promote you to another position instead of looking for a new hire. Moving up in the same company can give you success without the hassle of job hunting and interviewing.

Pay Scale

Most temporary jobs pay a higher hourly rate and may even include a housing allowance or other living arrangements. Some hospitals are in such urgent need of temporary health care workers that they may even give temp staff a bonus as an incentive to keep returning. Most temporary healthcare staff will also receive full-time benefits without being required to work those same hours. Some full-time and part-time staff also work per diem to increase their income.

Also read: 8 Recruiting Hacks That Recruiters Know They Must Use but Don’t

Broaden Your Skillset

Moving from one hospital to another can give you a whole new world of learning opportunities. According to studies, changing your job at regular intervals helps to improve your ability to appear confident.

Healthcare is a constantly evolving profession, and there are always new things to learn. A new facility may offer you something new to learn, or you may get the opportunity to work with a different range of patients. Additionally, each company presents the opportunity to work with innovative methods and technology. If you work in a big hospital, there is likely a more significant division of labor, which means you may have the opportunity to enhance your knowledge within your specialty. On the other hand, a smaller institution with fewer resources may teach you how to handle many roles at a time. As a result, you expand your knowledge and break out from your "regular" routine.

It's Not Permanent

If you are assigned to a position that you do not enjoy, you are not bound to stay there indefinitely. It will be considerably easier to leave if you are unhappy while working as a temporary team member. Having said that, it is important to stay mindful of the number of times you can jump jobs. Too much of it, and employers may think your career chart lacks stability.

Temporary Healthcare Staffing Market Trends

One of the primary reasons supporting market expansion is the growing population of senior citizens. Besides that, increased knowledge about the benefits of temporary healthcare staffing, job-related incentives, and the availability of chances in many locations are other reasons supporting the market's growth.

Additionally, healthcare staffing services are increasingly employed due to the evident dearth of healthcare workers. Travel options, short-term assignments, flexible work hours, and clinical experience at various locales are also available. This upward trend of temporary healthcare staffing needs better ways to scan and hire these workers. Healthcare Recruitment Process Outsourcing or HRPO is the perfect, most efficient way to recruit healthcare staff. HRPO is the process of finding, assessing, and hiring healthcare professionals for a company or organization. Most HRPO solutions are fast and allow you to recruit from staff worldwide, delivering a diverse range of candidates with varied skill-sets.

How can Healthcare RPO help the Challenges Faced by Temporary Healthcare Staffing?

According to some studies, temporary health workers are more likely to get hurt on the job, particularly when it comes to specific jobs that are inherently dangerous. Hiring a steady stream of new employees to work with your equipment and machinery can be risky. Before starting, you need to ensure that your temps are fully trained on health and safety.

Additional Training Time

Temporary staffing is just that: a quick fix. Unfortunately, the more you rely on temporary labor, the more people you have to train and the more time you have to invest in, ensuring the work is done correctly. After a certain point, it becomes ineffective to keep training temporary people for a job that should be a permanent one. This is one of the easy challenges that HRPO can solve quickly. By identifying the best candidates, recruitment process outsourcing can access a large database of qualified candidates and screen resumes to find a suitable candidate for the position. This will save your business training time and money spent on employee training purposes.

Less Time to Vet Candidates

Since you're not making a long-term commitment to a temporary employee, you may be less inclined to spend as much time screening and certifying them as you would on a full-timer. As a result, you may accept someone who is only "okay" for a job rather than waiting for the perfect match. In such circumstances, this is an acceptable trade-off for the ability to move quickly and fill staffing gaps.

In this case, HRPO is the solution. There are several reasons a healthcare organization might choose to outsource its temporary staffing process to an HRPO. Perhaps they don't have the time or resources to do it in-house or may not have the expertise to vet candidates effectively. By outsourcing tasks like recruitment and onboarding, an organization can spend more time on crucial tasks such as improving processes and systems, enhancing patient care, etc., saving the organization time and money while providing top-notch healthcare services.

Culture Fit Can Be a Challenge

Another downside of rapid recruitment of temporary healthcare staff is that they may not all be a good fit for your workplace culture. This may result in some temporary employees who do not fit in with your workplace atmosphere or struggle to collaborate with other team members.

This worry may be removed by picking a qualified staffing partner like HRPO who will consider your corporate culture by selecting temporary staff to send your way. HRPO can help bridge the gap between the employer and the candidate by providing a more personalized experience for the candidate and helping assess the candidate's cultural fit, and making sure that they understand the company culture.

Long-term Planning is More Difficult

Commonly, new hires take anywhere between a few months to a year to become proficient enough in their position to make substantial contributions to the organization. Unfortunately, temporary employees frequently require more time to meet this standard, making it difficult for them to become essential members of your team. As a result, long-term planning in processes and team member duties might be complex. HRPO can solve this problem, too. It works with the healthcare organizations to create a long-term staffing plan by helping their HR identify the best candidates.

As is evident, temporary healthcare staffing can benefit any healthcare organization, whether a big hospital or a small independent clinic. It can be a quick solution to a staffing shortage, and it can also provide a long-term solution to growing your company. In addition, using temporary healthcare staffing can ensure that your company has the resources it needs to succeed.

Exela HR Solutions Offers a variety of end-to-end Recruitment Process Outsourcing services for temporary staffing. You can choose to outsource as many HR functions as you deem fit. With years of experience, Exela is the market leader in Business Process Automation.

The Exela HR Solutions team can help you focus on your business and scale up while your HR functions like Recruitment are managed on time, with precision and consistency. Partner with the right team to solve all your recruitment problems! Find out more here.

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Hiring people is a time-consuming activity. While technology helps, it is still not fun to sift through tens and hundreds of applications every week. General HR wastes valuable time in finalizing the right candidates – like picking up needles from haystacks. This gives them less time to fulfill other responsibilities like planning appraisals, attending to employee grievances, managing payroll, training new recruits, onboarding, etc. This is a significant challenge in most companies worldwide. Especially when there is high demand for an open position and a comparatively low supply of qualified people. In such cases, it is the job of HR to leave no stone unturned. Every detail for every applicant must be logged and considered before deciding to either reject, hold, or accept applicants. How must one solve this inefficiency problem then? The secret is simple.

Pre-screening Interview Questions

What are pre-screening interview questions? These are simple questions that help you know more about your candidate. Each open position in your company comes with a different objective of recruitment. For example, open positions for customer service reps. Most employers hire and train freshly graduated folks with good communication skills and decent temperaments. These are low-budget roles that may or may not require expertise in a particular field. On the contrary, extremely specific knowledge-based roles like data scientists, software architects, or high-rise heavy crane operators need to be selected with the utmost attention. These roles require candidates to show great expertise and experience in what they do. Your pre-screening interview questions must therefore be crafted on a case-by-case basis and must never be a one-size-fits-all type. This is to ensure the maximum potency of your recruitment marketing strategies.

Why Pre-screening Interview Questions?

Opportunity cost: When you ask specific questions about the candidate, you get a clear understanding of their thought process. Asking general questions like, “What are your expectations from this role” or “Give an example of your involvement in a team-based activity/project from your previous role” gives you an idea of the candidate’s soft skills and ability to work under different, diverse scenarios. Similarly, asking role-specific questions like “How would you optimize a Google Ads campaign when X happens” or “What is a pixel tag, why is it important” gives you an idea of the candidate’s general level of awareness and expertise in his/her industry. When you carefully design such questions that serve a specific purpose, you essentially build an auto-filtering machine that accurately rejects and accepts candidates based on the parameters set by the manager or HR. For example, 100 candidates apply for 5 open positions in your company. This means, eventually, you will have to reject 95 candidates. If you don’t have a pre-screening strategy, you may have to call up each candidate to get to know them better and decide if you want to let them go further up the chain. This may take a week or even two weeks, depending on the number of people allocated to do this task. You waste valuable time during which your resources could have easily completed other non-recruitment-related tasks that needed their attention. Instead, they might have had to push their other tasks further to accommodate this task in their daily schedule or might have had to work overtime to complete recruitment and non-recruitment tasks on time. Either way, you lose out on holding off other tasks or risk burnout of existing employees. This misuse of opportunity cost can be avoided with a proper pre-screening strategy that is tested and well-placed.

Better candidate experience: Candidate experience is one of the most important aspects of recruiting. Better the candidate feels about the entire experience, the better the probability of them completing the full process. One of the biggest problems recruiters face with candidates, especially top talent, is ghosting. Think for a second from the perspective of a talented professional. She/he is in high demand because they have notable experience and a good track record of solving complex problems in their field. This makes them victims of ruthless headhunting recruiters. They often have multiple offers lying in their inbox at any given time. This is where they come from. Now, imagine such a talented person choosing to spend their valuable time interviewing with you and choosing to engage with your style of recruitment. So, if your company does not care about candidate experience, they have zero reasons to continue interviewing with you. They will find the next company that respects their time and is willing to keep things as simple as possible. A pre-screening strategy expedites the entire recruitment process. It filters out the bad apples from the good ones in the first step itself. This makes the rest of the process a cakewalk. Candidates are then more likely to stick to your method of recruiting because they will find it simple, clear, and direct rather than confusing, time-consuming, and indirect.

How to Build a Pre-screening Strategy

As discussed earlier, your approach to pre-screening interview questions cannot be a one-size-fits-all type of method, mainly because it filters out poorly and is inefficient. A more efficient way to build this strategy is to spend a reasonable amount of time formulating proper, meaningful questions for each role in your company. Start with broad, subjective questions, then hone into more specific and objective questions. This is generally a good strategy because it gives the recruiter a holistic understanding of the candidate and not just a partial understanding of their work and thought process.

Read more: 8 Recruiting Hacks That Recruiters Know They Must Use but Don't

Examples of Broad and Subjective Questions

• How do you prefer to be managed?
• What is an ideal manager for you?
• Have you ever had a manager that is close to your ideal one?
• What are some characteristics of a workplace culture that can help you enjoy your work?
• What kind of career accomplishments can motivate you to thrive further in this job?
• Have you ever been part of an unmotivated team? What did you do to keep yourself motivated?
• What inspired you to apply for this job?
• Are you willing to travel for work?
• Are you available to work on weekends? For how many hours?
• In your opinion, what types of challenges are you likely to face in this position?
• What are you looking for in this job?
• Can you list three of your strengths? What are your weaknesses? How can you overcome them?
• Tell me a little about yourself.
• What was the biggest challenge in your previous role/ you have ever faced (if the candidate has no prior experience)?
• How do you describe your working style?

Length of the Questionnaire

Your main objective of building a pre-screening strategy is to grab as much information as quickly as possible. Ideally, a candidate must not be forced to spend more than 15 to 20 minutes on pre-screening interview questions. They might either lose interest and decide not to continue, or may answer dishonestly or inaccurately just to complete the formality of submitting the questionnaire – either not helpful to our cause. This is why it is important to test this strategy first, in a sandbox environment, before releasing it to the general public. Testing tells you what works and what doesn’t. Based on that input, you can tweak it and refine it to make it the perfect auto-filtering machine that takes the majority of the workload off your back.

Exela HR Solutions is a world leader in providing expert human resource outsourcing solutions right from recruitment and payroll to C&B, L&D, and HRBP services. Speak with us today to get involved.

Sources: google.com | en.wikipedia.org | reddit.com | recruitingblogs.com | ideal.com | indeed.com

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

Great talent is rare. But people who know how to spot great talent are even rarer. Why? Simply because of this age-old, unwritten paradox: “Game recognizes game.” It takes talent to spot talent. But, it’s not difficult at all. A slight change in perspective is all you’ll need to get started in the right direction.

This blog discusses how to cultivate this talent to spot great talent. Read on, and you just might find the next Mark Zuckerberg or Elon Musk!

• Think different: It is a basic human tendency to get comfortable with people with similar tastes and worldviews – birds of a feather flock together. This often hinders the ability to spot great talent. More often than not, talented people are inherently different. In a way, them not allowing themselves to think conventionally sets them apart from everyone else.
  
  Hiring managers need to understand that progress comes from change, and change comes from people who think differently, people who challenge the status quo. This is why big and successful companies like Google and Facebook insist on diversity. The more diverse the background of people in a team, the more different each one thinks while attacking the same problem. This results in solutions that are extremely difficult to replicate or break.
• Start building a robust network of talented individuals: Do this if you haven’t started already. Start creating different communities of engagement online. Allow them to know what your company does and display your work culture. We as humans have a natural tendency to inspect any new thing or place before we are sure that it is good for us. Online communities serve this exact purpose where talented people can come together and warm up to the idea of working for your company.
  
  While it is good for them, it’s great for your hiring managers too. With a tightly knit, highly engaged community of talented individuals, you always have a go-to place ready from where you can find the best talent for free whenever you have an opening in the future, without relying on incompetent sourcing strategies. Don’t start digging a well when you’re thirsty!
• Look for the right traits: Most hiring managers focus too much on resumes and past experience. Although it might give some insight into how an individual performs, it is often a poor indicator of talent and individual thought process. For certain skill-based high-risk/high-pressure jobs like surgeons or pilots, it is 100% acceptable and required to factor in past experience as it is the only thing that counts.
  
  However, for most modern, sedentary jobs that mostly require a healthy mix of critical and lateral thinking, focusing on resumes and past experiences might not be an ideal judging process. Instead, focusing on specific foundational traits like learnability, emotional intelligence, drive, communication, collaboration, persuasion, public speaking, brevity, mental organization, resource management, and time management can be a far superior method of judging and locking in talented individuals. And with artificial intelligence on the rise, these irreplaceable and innately human foundational traits have a greater demand now more than ever while continuing to rise in the future.

Also read: Will HR Outsourcing Be Feasible After Pandemic Ends?

Exela HR Solutions is an industry leader in recruitment outsourcing, and we deploy many more smart tactics like these to find great talent for your business quickly. HR is what we do — day in and day out. We have a team of experienced HR professionals, each an expert, dedicated to their slice of the HR pie to make sure all your HR tasks are carried out correctly and on time. Not only that, but we bring the best HR practices and robust HR technology to your company that minimizes employment-related risks and helps you take even better care of your employees.

• Fast and Efficient Talent Acquisition Process: Our well-built networks over the years allow us to find the right talent for your business as quickly as possible. This includes requisition management, sourcing and applicant tracking, interview assessments, offer management, onboarding management, and more.
• Global Payroll Processing & Full Employee Benefits Administration: Our powerful HR technology that will back your organization can to deliver payouts globally and on time. We also manage employee benefits like variable-component, hazard pay, overtime, etc., so your employees never get less than what they deserve.
• HR & Business Partner Services: Dedicated HRBPs for your employees to make sure every issue or concern of theirs is addressed effectively and on time. This includes grievance management, leave management, engagement activities and surveys, travel and expense management, rewards and recognition management, workshops, coaching and mentoring, virtual focus and open house meeting management, and more.

Try Exela HR Solutions today!

Sources: shrm.org | hbr.org | reports.weforum.org

DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.

An Alarming Trend in Employee Behavior

As an employee, regardless of industry or designation, what do you think is one of the most stressful parts of your job?

To an industrial electrician, replacing a damaged insulator on a 500,000-volt live electric powerline while dangling 300-feet above the ground could be stressful. To a CEO of a Fortune500 company, working on near-impossible-to-solve manufacturing problems could be stressful. But what is that one thing that is stressful for both? Hint: It comes once every year.

Yes, you guessed it right! Appraisals.

Since the 1960s, appraisals were conducted in the same way they are majorly conducted today – once a year, ending with disappointing results. Multiple researchers have consistently concluded that employees experience moderate to high stress before and during the appraisal process. One research done by the Neuroleadership Institute found that 90% of all employees said they felt discouraged after knowing their appraisal results which later resulted in diminished engagement.

So, in simpler terms, appraisals may be defined as a psychological machine that takes in happy, motivated employees and churns out discouraged, stressful, and unengaged employees. This is a huge problem.

THE TREND (A PROBLEM)

For the past 60 years, everyone was more or less okay with this system. Everyone did their best and didn’t think much about how things work. However, in recent years, a trend emerged in the markets that bypassed the system; finally freeing employees from the shackles of despair and unhappiness.

“Landing a new job before their performance could be evaluated at the old job.”

On the surface, this could be viewed as a big win. Employees stay happy and motivated and give their best without worrying or stressing about a raise or a promotion. That’s what any company would want, right? Happy employees, who give their best? Sometimes, yes. But most of the time, this is a clear indication of an oncoming disaster. Especially for companies that are small, new, and growing.

Companies spend a lot of time and resources on new hires. Weeks of training are usually given to new hires to ensure consistent, high-quality output, and it can take months before the employee becomes fully autonomous and efficient. After an employee has reached this stage, it may take a few more months to get a full return on investment – time, money, and efforts invested in making that employee fully capable of performing their job. This is called “the gestation period”. This gestation period can easily take more than 1 year, as it does in most cases.

If an employee leaves in the middle of this phase, the investment is considered a loss. If this pattern continues unchecked for a long time, the business at some point in the future suffers tremendously.

The second big problem with this trend is that attrition rates go through the roof – attrition rate is the rate at which employees quit. This attrition situation not only affects the business but affects other employees too. Work culture is disrupted, existing employees are over-burdened, and morale is reduced, causing stress and burnout. All these factors impact the business severely.

THE SOLUTION

Employers have found a solution to this problem, but there’s a catch. The solution is simple: break the 1-year cycle. Big giants like Adobe, Google, Microsoft, GE, and Accenture have successfully replaced the yearly appraisal process with a more frequent and less formal "check-in" process that usually happens every quarter or two months. This “check-in” covers all the essential topics like expectation, feedback, growth, and development. This worked wonders for Adobe.

The catch here is implementation. It’s a new and difficult change that needs to be implemented correctly. If not, it can most certainly come across as micromanagement.

Exela HR Solutions can help you implement this change because we know exactly how it’s done. HR is what we do — day in and day out. We have a team of experienced HR professionals, each an expert, dedicated to their slice of the HR pie to make sure all your HR tasks are carried out correctly and on time. Not only that, but we bring the best HR practices and robust HR technology to your company, minimizing employment-related risks and helping you take even better care of your employees.

• Fast and Efficient Talent Acquisition Process: Our well-built networks over the years allow us to find the right talent for your business as quickly as possible. This includes requisition management, sourcing and applicant tracking, interview assessments, offer management, onboarding management, and more
• Global Payroll Processing & Full Employee Benefits Administration: Our powerful HR technology that will back your organization, has the ability to deliver time global payouts. We also manage employee benefits like variable-component, hazard pay, overtime, etc., so your employees never get less than what they deserve.
• HR & Business Partner Services: Dedicated HRBPs for your employees to make sure every issue or concern of theirs is addressed effectively and on time. This includes grievance management, leave management, engagement activities and surveys, travel and expense management, rewards and recognition management, workshops, coaching and mentoring, virtual focus and open house meeting management, and more.

Try Exela HR Solutions today!